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FMLA and Paid Parental Leave (PPL)

The University Policy Office houses the leave-related policies, such as Paid Parental Leave and FMLA.

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An employee must be employed by the University for at least 12 months (consecutive or non-consecutive) and have worked at least 1,250 hours during the 12-month period preceding the date FMLA leave commences. A maximum of 12 weeks of unpaid leave is available for the following reasons:

  • The employee's own serious health condition
  • Birth of a child
  • Adoption of a child or placement of a child for foster care
  • Bonding with the child during the first 12 months following birth or placement
  • Serious health condition of a parent, spouse, or child

Employees should notify their supervisor when considering FMLA leave. The employee and/or supervisor can seek guidance through their HR Business Partner or HR leaves team by contacting hr@purdue.edu.

FMLA leave requests are processed online similar to personal leaves. Select ‘Yes’ for FMLA. Employees can use available sick and/or vacation time.

Paid parental leave (PPL) provides parents additional flexibility and time to bond with their new child and adjust to new family situations. Eligible employees receive up to 240 hours (6 weeks) of paid leave, if employed by the University for at least one continuous year, half-time or more, in a benefits-eligible position. If both parents are employed by the University, each parent may receive up to 240 hours of paid parental leave.

Employees should notify their supervisor when considering Paid Parental leave. The employee and/or supervisor can seek guidance through their HR Business Partner or HR leaves team by contacting hr@purdue.edu.

Follow the ‘Requesting Personal Leave' quick references and select ‘Paid Parental Leave’ from the drop down.

Contact your campus HR office  for leave eligibility or policy interpretation. Your HR Business Partner can also assist with issues that may arise doe to a leave of absence.